Autumn 2013 survey report for:

HMRC

Returns: 30,725 Response rate: 43%

Your engagement index

44%

| Difference from previous survey | Difference from CS2013 | Difference from CS High Performers | |---------------------------------|-----------------------|-----------------------------------| | +2 ◇ | -14 ◇ | -18 ◇ |

The three elements of engagement and their component questions are:

Say: speaks positively of the organisation...

B50. I am proud when I tell others I am part of HMRC 28% +5 ◇ -28 ◇ B51. I would recommend HMRC as a great place to work 24% +3 ◇ -21 ◇

Stay: emotionally attached and committed to the organisation...

B52. I feel a strong personal attachment to HMRC 31% +4 ◇ -14 ◇

Strive: motivated to do the best for the organisation...

B53. HMRC inspires me to do the best in my job 26% +5 ◇ -17 ◇ B54. HMRC motivates me to help it achieve its objectives 25% +5 ◇ -15 ◇

Drivers of engagement

Employee engagement is shaped by experiences at work, as measured by nine themes in the survey. The table below shows how you performed on each of these themes, ranked by the strength of association with engagement. The themes which have the strongest association with engagement should be the focus for action. See the appendix for further details.

| Theme score % positive | Difference from previous survey | Difference from CS2013 | Difference from CS High Performers | |------------------------|---------------------------------|-----------------------|-----------------------------------| | Leadership and managing change | 29% +5 ◇ -13 ◇ -22 ◇ | | My work | 65% +8 ◇ -9 ◇ -13 ◇ | | Pay and benefits | 25% 0 ◇ -5 ◇ -10 ◇ | | My manager | 66% +4 ◇ -1 ◇ -4 ◇ | | Learning and development | 45% +5 ◇ -2 ◇ -9 ◇ | | Resources and workload | 70% +2 ◇ -4 ◇ -7 ◇ | | Organisational objectives and purpose | 79% +5 ◇ -3 ◇ -8 ◇ | | My team | 82% +4 ◇ +3 ◇ +1 ◇ | | Inclusion and fair treatment | 71% +2 ◇ -3 ◇ -7 ◇ |

◇ = Statistically significant difference from comparison

See the appendix for further details

The results for the engagement questions are shown in detail on page 8 Top three key driver themes in more detail

The three themes which have the strongest association with engagement are shown below. Questions are ranked by difference from CS2013.

^ indicates a variation in question wording from your previous survey ♦ indicates statistically significant difference from comparison

| Leadership and managing change | Strength of association with engagement: | |--------------------------------|------------------------------------------| | B49. I think it is safe to challenge the way things are done in HMRC | 33% | +4 ♦ | -5 ♦ | | B45. I feel that change is managed well in HMRC | 20% | +4 ♦ | -8 ♦ | | B46. When changes are made in HMRC they are usually for the better | 17% | +3 ♦ | -10 ♦ | | B48. I have the opportunity to contribute my views before decisions are made that affect me | 25% | +6 ♦ | -11 ♦ | | B42. I believe the actions of senior managers are consistent with HMRC's values | 32% | +5 ♦ | -11 ♦ | | B41. Senior managers in HMRC are sufficiently visible | 38% | +5 ♦ | -13 ♦ | | B43. I believe that ExCom has a clear vision for the future of HMRC | 28% | +5 ♦ | -13 ♦ | | B47. HMRC keeps me informed about matters that affect me | 45% | +5 ♦ | -13 ♦ | | B44. Overall, I have confidence in the decisions made by HMRC's senior managers | 23% | +5 ♦ | -17 ♦ | | B40. I feel that HMRC as a whole is managed well | 26% | +5 ♦ | -17 ♦ |

| My work | Strength of association with engagement: | |---------|------------------------------------------| | B02. I am sufficiently challenged by my work | 75% | +9 ♦ | -3 ♦ | | B01. I am interested in my work | 82% | +5 ♦ | -7 ♦ | | B04. I feel involved in the decisions that affect my work | 46% | +10 ♦ | -8 ♦ | | B03. My work gives me a sense of personal accomplishment | 66% | +9 ♦ | -9 ♦ | | B05. I have a choice in deciding how I do my work | 55% | +8 ♦ | -18 ♦ |

| Pay and benefits | Strength of association with engagement: | |------------------|------------------------------------------| | B39. Compared to people doing a similar job in other organisations I feel my pay is reasonable | 23% | 0 | -2 ♦ | | B37. I feel that my pay adequately reflects my performance | 25% | +1 ♦ | -4 ♦ | | B38. I am satisfied with the total benefits package | 26% | 0 | -7 ♦ |

## All questions by theme

This section shows the results for each question in the survey, by theme.

- ^ indicates a variation in question wording from your previous survey
- ◊ indicates statistically significant difference from comparison

### My work

: Strength of association with engagement

| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive | Difference from previous survey | Difference from CS2013 | Difference from CS High Performers | |-------------------------------------------------------------------------|----------------|-------|---------|----------|-------------------|------------|---------------------------------|------------------------|-----------------------------------| | B01. I am interested in my work | 31 | 51 | 10 | 6 | | 82% | +5 ◊ | -7 ◊ | -10 ◊ | | B02. I am sufficiently challenged by my work | 29 | 46 | 11 | 10 | 4 | 75% | +9 ◊ | -3 ◊ | -6 ◊ | | B03. My work gives me a sense of personal accomplishment | 20 | 46 | 16 | 13 | 5 | 66% | +9 ◊ | -9 ◊ | -13 ◊ | | B04. I feel involved in the decisions that affect my work | 10 | 35 | 19 | 23 | 12 | 46% | +10 ◊ | -8 ◊ | -15 ◊ | | B05. I have a choice in deciding how I do my work | 14 | 40 | 16 | 19 | 11 | 55% | +8 ◊ | -18 ◊ | -22 ◊ |

### Organisational objectives and purpose

: Strength of association with engagement

| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive | Difference from previous survey | Difference from CS2013 | Difference from CS High Performers | |-------------------------------------------------------------------------|----------------|-------|---------|----------|-------------------|------------|---------------------------------|------------------------|-----------------------------------| | B06. I have a clear understanding of HMRC's purpose | 20 | 60 | 12 | 5 | | 80% | +5 ◊ | -5 ◊ | -9 ◊ | | B07. I have a clear understanding of HMRC's objectives | 19 | 59 | 14 | 6 | | 77% | +5 ◊ | -2 ◊ | -8 ◊ | | B08. I understand how my work contributes to HMRC's objectives | 21 | 59 | 12 | 5 | | 80% | +6 ◊ | -2 ◊ | -6 ◊ |

### My manager

| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive | Difference from previous survey | Difference from CS2013 | Difference from CS High Performers | |--------------------------------------------------------------------------|----------------|-------|---------|----------|-------------------|------------|---------------------------------|------------------------|-----------------------------------| | B09. My manager motivates me to be more effective in my job | 18 | 46 | 19 | 12 | 5 | 65% | +5 | -1 | -5 | | B10. My manager is considerate of my life outside work | 29 | 47 | 15 | 6 | | 76% | +1 | -4 | -8 | | B11. My manager is open to my ideas | 26 | 51 | 14 | 6 | | 77% | +4 | -2 | -6 | | B12. My manager helps me to understand how I contribute to HMRC's objectives | 16 | 48 | 23 | 9 | | 65% | +8 | +3 | -2 | | B13. Overall, I have confidence in the decisions made by my manager | 22 | 46 | 18 | 9 | 5 | 68% | +3 | -3 | -8 | | B14. My manager recognises when I have done my job well | 26 | 51 | 13 | 7 | | 77% | +3 | 0 | -3 | | B15. I receive regular feedback on my performance | 20 | 50 | 15 | 12 | 4 | 70% | +7 | +6 | +2 | | B16. The feedback I receive helps me to improve my performance | 17 | 44 | 23 | 11 | 4 | 62% | +7 | +2 | -3 | | B17. I think that my performance is evaluated fairly | 15 | 46 | 21 | 12 | 6 | 61% | +1 | -2 | -6 | | B18. Poor performance is dealt with effectively in my team | 9 | 32 | 36 | 14 | 8 | 42% | +5 | +3 | 0 |

### My team

| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive | Difference from previous survey | Difference from CS2013 | Difference from CS High Performers | |--------------------------------------------------------------------------|----------------|-------|---------|----------|-------------------|------------|---------------------------------|------------------------|-----------------------------------| | B19. The people in my team can be relied upon to help when things get difficult in my job | 34 | 51 | 9 | 4 | | 86% | +2 | +2 | 0 | | B20. The people in my team work together to find ways to improve the service we provide | 32 | 51 | 11 | 5 | | 83% | +4 | +3 | +1 | | B21. The people in my team are encouraged to come up with new and better ways of doing things | 27 | 50 | 15 | 6 | | 77% | +7 | +4 | 0 |

## All questions by theme

This section shows the results for each question in the survey, by theme.

- ^ indicates a variation in question wording from your previous survey
- ◊ indicates statistically significant difference from comparison

### Learning and development

: Strength of association with engagement

| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive | Difference from previous survey | Difference from CS2013 | Difference from CS High Performers | |--------------------------------------------------------------------------|----------------|-------|---------|----------|-------------------|------------|---------------------------------|------------------------|-----------------------------------| | B22. I am able to access the right learning and development opportunities when I need to | 10 | 52 | 20 | 14 | 4 | 62% | +4 ◊ | +1 ◊ | -3 ◊ | | B23. Learning and development activities I have completed in the past 12 months have helped to improve my performance | 9 | 37 | 30 | 18 | 6 | 46% | +7 ◊ | -2 ◊ | -8 ◊ | | B24. There are opportunities for me to develop my career in HMRC | 7 | 33 | 26 | 21 | 13 | 40% | +4 ◊ | +2 ◊ | -7 ◊ | | B25. Learning and development activities I have completed while working for HMRC are helping me to develop my career | 7 | 27 | 31 | 23 | 11 | 34% | +5 ◊ | -8 ◊ | -14 ◊ |

### Inclusion and fair treatment

: Strength of association with engagement

| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive | Difference from previous survey | Difference from CS2013 | Difference from CS High Performers | |--------------------------------------------------------------------------|----------------|-------|---------|----------|-------------------|------------|---------------------------------|------------------------|-----------------------------------| | B26. I am treated fairly at work | 18 | 57 | 14 | 7 | 4 | 75% | +1 ◊ | -3 ◊ | -6 ◊ | | B27. I am treated with respect by the people I work with | 24 | 61 | 10 | | | 85% | +1 ◊ | +1 ◊ | -1 ◊ | | B28. I feel valued for the work I do | 13 | 41 | 21 | 17 | 8 | 54% | +6 ◊ | -9 ◊ | -14 ◊ | | B29. I think that HMRC respects individual differences (e.g. cultures, working styles, backgrounds, ideas, etc) | 17 | 51 | 19 | 8 | 5 | 69% | +1 ◊ | -4 ◊ | -9 ◊ |

## All questions by theme

This section shows the results for each question in the survey, by theme.

- ^ indicates a variation in question wording from your previous survey
- ◀ indicates statistically significant difference from comparison

### Resources and workload

| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive | Difference from previous survey | Difference from CS2013 | Difference from CS High Performers | |--------------------------------------------------------------------------|----------------|-------|---------|----------|-------------------|------------|---------------------------------|------------------------|-----------------------------------| | B30. In my job, I am clear what is expected of me | 20 | 64 | 9 | 5 | | 84% | +1 ◀ | 0 | -3 ◀ | | B31. I get the information I need to do my job well | 10 | 51 | 20 | 15 | 4 | 61% | +6 ◀ | -8 ◀ | -12 ◀ | | B32. I have clear work objectives | 15 | 61 | 15 | 8 | | 75% | +4 ◀ | 0 | -5 ◀ | | B33. I have the skills I need to do my job effectively | 19 | 61 | 12 | 6 | | 80% | +2 ◀ | -8 ◀ | -10 ◀ | | B34. I have the tools I need to do my job effectively | 11 | 52 | 17 | 15 | 6 | 62% | +3 ◀ | -9 ◀ | -13 ◀ | | B35. I have an acceptable workload | 8 | 52 | 18 | 16 | 7 | 60% | -2 ◀ | 0 | -6 ◀ | | B36. I achieve a good balance between my work life and my private life | 14 | 54 | 16 | 11 | 5 | 68% | -3 ◀ | 0 | -5 ◀ |

### Pay and benefits

| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive | Difference from previous survey | Difference from CS2013 | Difference from CS High Performers | |--------------------------------------------------------------------------|----------------|-------|---------|----------|-------------------|------------|---------------------------------|------------------------|-----------------------------------| | B37. I feel that my pay adequately reflects my performance | 22 | 17 | 33 | 26 | | 25% | +1 ◀ | -4 ◀ | -10 ◀ | | B38. I am satisfied with the total benefits package | 23 | 23 | 29 | 22 | | 26% | 0 | -7 ◀ | -12 ◀ | | B39. Compared to people doing a similar job in other organisations I feel my pay is reasonable | 20 | 19 | 31 | 27 | | 23% | 0 | -2 ◀ | -8 ◀ |

## Leadership and managing change

### Strength of association with engagement

| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive | Difference from previous survey | Difference from CS2013 | Difference from CS High Performers | |--------------------------------------------------------------------------|----------------|-------|---------|----------|-------------------|------------|---------------------------------|------------------------|-----------------------------------| | B40. I feel that HMRC as a whole is managed well | 24 | 25 | 30 | 20 | | 26% | +5 | -17 | -31 | | B41. Senior managers in HMRC are sufficiently visible | 5 | 34 | 23 | 24 | 15 | 38% | +5 | -13 | -23 | | B42. I believe the actions of senior managers are consistent with HMRC's values | 4 | 29 | 35 | 19 | 14 | 32% | +5 | -11 | -23 | | B43. I believe that ExCom has a clear vision for the future of HMRC | 25 | 41 | 16 | 14 | | 28% | +5 | -13 | -27 | | B44. Overall, I have confidence in the decisions made by HMRC's senior managers | 21 | 30 | 26 | 21 | | 23% | +5 | -17 | -27 | | B45. I feel that change is managed well in HMRC | 18 | 23 | 36 | 21 | | 20% | +4 | -8 | -19 | | B46. When changes are made in HMRC they are usually for the better | 16 | 28 | 34 | 20 | | 17% | +3 | -10 | -18 | | B47. HMRC keeps me informed about matters that affect me | 4 | 41 | 28 | 18 | 10 | 45% | +5 | -13 | -20 | | B48. I have the opportunity to contribute my views before decisions are made that affect me | 23 | 24 | 32 | 19 | | 25% | +6 | -11 | -18 | | B49. I think it is safe to challenge the way things are done in HMRC | 4 | 29 | 25 | 26 | 17 | 33% | +4 | -5 | -15 |

### Engagement

| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive | Difference from previous survey | Difference from CS2013 | Difference from CS High Performers | |-------------------------------------------------------------------------|----------------|-------|---------|----------|-------------------|------------|---------------------------------|------------------------|-----------------------------------| | B50. I am proud when I tell others I am part of HMRC | 5 | 23 | 32 | 25 | 15 | 28% | +5 | -28 | -37 | | B51. I would recommend HMRC as a great place to work | 4 | 20 | 31 | 27 | 18 | 24% | +3 | -21 | -32 | | B52. I feel a strong personal attachment to HMRC | 7 | 25 | 29 | 24 | 15 | 31% | +4 | -14 | -21 | | B53. HMRC inspires me to do the best in my job | 4 | 22 | 35 | 25 | 14 | 26% | +5 | -17 | -24 | | B54. HMRC motivates me to help it achieve its objectives | 4 | 21 | 34 | 26 | 15 | 25% | +5 | -15 | -22 |

### Taking action

| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive | Difference from previous survey | Difference from CS2013 | Difference from CS High Performers | |-------------------------------------------------------------------------|----------------|-------|---------|----------|-------------------|------------|---------------------------------|------------------------|-----------------------------------| | B55. I believe that senior managers in HMRC will take action on the results from this survey | 5 | 26 | 24 | 24 | 20 | 31% | +3 | -12 | -21 | | B56. I believe that managers where I work will take action on the results from this survey | 9 | 35 | 24 | 18 | 14 | 44% | +6 | -9 | -15 | | B57. Where I work, I think effective action has been taken on the results of the last survey | 6 | 22 | 34 | 22 | 17 | 27% | +4 | -6 | -12 |

## Organisational Culture

This section shows the results for each question in the survey, by theme.

- ^ indicates a variation in question wording from your previous survey
- ◊ indicates statistically significant difference from comparison

| Question | Strongly agree | Agree | Neither | Disagree | Strongly disagree | % Positive | Difference from previous survey | Difference from CS2013 | Difference from CS High Performers | |--------------------------------------------------------------------------|----------------|-------|---------|----------|-------------------|------------|---------------------------------|------------------------|-----------------------------------| | B58. I am trusted to carry out my job effectively | 22 | 61 | 9 | 5 | | 83% | +3 ◊ | -5 ◊ | -7 ◊ | | B59. I believe I would be supported if I try a new idea, even if it may not work | 13 | 48 | 23 | 12 | 4 | 61% | +9 ◊ | -7 ◊ | -10 ◊ | | B60. My performance is evaluated based on whether I get things done, rather than solely follow processes | 9 | 43 | 25 | 16 | 8 | 52% | +5 ◊ | -13 ◊ | -18 ◊ | | B61. When I talk about HMRC I say "we" rather than "they" | 11 | 41 | 25 | 15 | 7 | 52% | +5 ◊ | -15 ◊ | -24 ◊ | | B62. I have some really good friendships at work | 29 | 50 | 15 | 4 | | 79% | +2 ◊ | +3 ◊ | 0 |

Please note these questions were not asked on paper surveys in 2012. This section shows the results for each question in the survey, by theme.

^ indicates a variation in question wording from your previous survey

△ indicates statistically significant difference from comparison

| % Positive | Difference from previous survey | Difference from CS2013 | Difference from CS High Performers | |------------|---------------------------------|------------------------|-----------------------------------| | 0-4 | | | | | 5-6 | | | | | 7-8 | | | | | 9-10 | | | |

### Wellbeing

Unlike the questions B01-B62 which ask people to rate their agreement from strongly agree to strongly disagree, the four wellbeing questions use a 11-point scale. This scale ranges from 0 to 10 for each question, where 0 is equivalent to 'not at all' (e.g. 'not at all satisfied' or 'not at all worthwhile') and where 10 is equivalent to 'completely' (e.g. 'completely satisfied' or 'completely anxious').

For questions W01, W02 and W03 the percent positive is the proportion answering 7, 8, 9 or 10 to each question. For question W04 the percent positive is the proportion answering 0, 1, 2 or 3 to the question.

| Question | % Positive | Difference from previous survey | Difference from CS2013 | Difference from CS High Performers | |--------------------------------------------------------------------------|------------|---------------------------------|------------------------|-----------------------------------| | W01. Overall, how satisfied are you with your life nowadays? | 18% | +3 | -4 | -7 | | W02. Overall, to what extent do you feel that the things you do in your life are worthwhile? | 13% | +3 | -1 | -5 | | W03. Overall, how happy did you feel yesterday? | 22% | +2 | -3 | -6 | | W04. Overall, how anxious did you feel yesterday? | 25% | -2 | 0 | -3 |

### Your plans for the future

C01. Which of the following statements most reflects your current thoughts about working for HMRC?

| Statement | % Yes | % No | Difference from previous survey | Difference from CS2013 | Difference from CS High Performers | |------------------------------------------------|-------|------|----------------------------------|------------------------|-----------------------------------| | I want to leave HMRC as soon as possible | 12% | 0 | +4 | +2 | | | I want to leave HMRC within the next 12 months| 9% | 1 | -4 | -7 | | | I want to stay working for HMRC for at least the next year | 18% | 1 | -12 | -17 | | | I want to stay working for HMRC for at least the next three years | 60% | 2 | +12 | +2 | |

### The Civil Service Code

Differences are based on '% Yes' score

| Question | % Yes | % No | Difference from previous survey | Difference from CS2013 | Difference from CS High Performers | |--------------------------------------------------------------------------|-------|------|----------------------------------|------------------------|-----------------------------------| | D01. Are you aware of the Civil Service Code? | 94% | 6 | +5 | +5 | +1 | | D02. Are you aware of how to raise a concern under the Civil Service Code? | 69% | 31 | +4 | +5 | -1 | | D03. Are you confident that if you raised a concern under the Civil Service Code in HMRC it would be investigated properly? | 63% | 37 | +4 | -4 | -10 |

^ indicates a variation in question wording from your previous survey

♦ indicates statistically significant difference from comparison

### Discrimination, harassment and bullying

#### E01. During the past 12 months, have you personally experienced discrimination at work?

| Year | Yes | No | Prefer not to say | |--------|-----|----|-------------------| | 2013 | 12 | 79 | 9 | | 2012 | 12 | 79 | 9 | | CS2013 | 10 | 81 | 8 |

#### E03. During the past 12 months, have you personally experienced bullying or harassment at work?

| Year | Yes | No | Prefer not to say | |--------|-----|----|-------------------| | 2013 | 11 | 81 | 8 | | 2012 | 11 | 81 | 8 | | CS2013 | 10 | 83 | 7 |

For respondents who selected 'Yes' to question E01.

#### E02. On which of the following grounds have you personally experienced discrimination in the past 12 months? (multiple selection)

| Ground | Response count | |---------------------------------------------|----------------| | Age | 613 | | Caring responsibilities | 433 | | Disability | 496 | | Ethnic background | 233 | | Gender | 399 | | Gender reassignment or perceived gender | -- | | Grade, pay band or responsibility level | 895 | | Main spoken/written language or language ability | 92 | | Religion or belief | 121 | | Sexual orientation | 81 | | Social or educational background | 141 | | Working location | 355 | | Working pattern | 922 | | Any other grounds | 1,027 | | Prefer not to say | 339 |

*Please note: Counts of fewer than ten responses are suppressed and replaced with '--'.*

For respondents who selected 'Yes' to question E03.

#### E04. Who were you bullied or harassed by at work in the past 12 months? (multiple selection)

| Person | Response count | |---------------------------------------------|----------------| | A colleague | 1,092 | | Your manager | 1,055 | | Another manager in my part of HMRC | 888 | | Someone you manage | 154 | | Someone who works for another part of HMRC | 192 | | A member of the public | 98 | | Someone else | 79 | | Prefer not to say | 431 | Glossary of key terms

| Term | Definition | |-----------------------|-------------------------------------------------------------------------------------------------------------------------------------------| | % positive | The proportion who selected either "agree" or "strongly agree" for a question (or all questions within a theme in the case of Theme score % positive). | | Previous survey | Comparisons to the previous survey relate to the results from the 2012 Civil Service People Survey. Where a question is flagged as changed since the last survey comparisons should be treated with caution as changes to wording may affect how people respond to the question. | | CS2013 | The CS2013 benchmark is the median percent positive across all organisations that participated in the 2013 Civil Service People Survey. | | CS High Performers | For each question, this is the upper quartile score across all organisations that have taken part in the 2013 Civil Service People Survey. |

Rounding

Results are presented as whole numbers for ease of reading, with rounding performed at the last stage of calculation for maximum accuracy.

Statistical significance: 🌟

Statistical testing has been carried out on the comparisons between this year’s results and your previous survey, CS2013 results and CS High Performers results to identify differences that are statistically significant. You can therefore be confident that the difference represents a real difference in opinion between the results.

The employee engagement index

The survey includes five questions that make up the engagement index (B50-B54). The index score represents the average level of engagement in that unit and ranges from 0 to 100. An index score of 0 represents all respondents in that unit saying they strongly disagree to all five engagement questions and a score of 100 represents all respondents saying they strongly agree to all five engagement questions.

The drivers of engagement

While the engagement index shows the average level of engagement, it does not show what you can do to improve engagement. Nine themes have been included in the survey to measure employees' experiences at work. A statistical technique, stepwise regression, is used to identify the extent to which each of these themes has an association with engagement. The themes identified as having an association are called the 'Drivers of engagement'. The strength of association with engagement varies by theme and is illustrated by a 4-bar icon, as show below. Themes with a full 4-bar icon have the strongest association with engagement.

Confidentiality

This survey was carried out as part of the 2013 Civil Service People Survey, which is managed by the Cabinet Office on behalf of all the participating organisations. The Cabinet Office commissioned ORC International to carry out the survey. ORC International is a member of the Market Research Society, and is bound by their strict code of conduct and confidentiality rules. These rules do not allow for the breakdown of the results to the extent where the anonymity of individuals may be compromised. Groups of less than 10 respondents will not be reported on, however their responses do contribute to the overall scores for the unit and organisation they belong to and the overall Civil Service results.